Julio Holon: Decentralised colaboration

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Julio Holon: Decentralised colaboration DAO Camp 2023 Winter Website: https://daocamp.org Youtube: https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ FB: https://www.facebook.com/DAO-Camp-102442798988862/

Business

Nestr.io
Julio Holon - Jan 2023
Self organisation for DAOs

Organisational Personal
Integrating all perspectives
Healthy culture
Responsive to change Intrinsic motivation
Effective collaboration
End skill silos
Purpose over proﬁt
Equality
Psychological safety
Avoiding power abuse

Incremental work and
organization structure

● Circle
● Role
● Role ﬁller(s)
● Domains
● Policies
● Double linking

Focus area / Purpose
Analyst / All decisions are data driven
Ongoing activity
Maintaining analysis tools
Outcome
New database installed
Next action
Request quote for new DB
Role
Role
Role
Accountability Accountability
Project Project
Action Action Action Action
Crystal clear expectations

Operational
Governance
Role
Role
Role
Accountability Accountability
Project Project
Action Action Action Action
Human

Three heartbeats
Operational
Governance
Human

4 spaces
Interpersonal space
Operational space
Personal space
Structural space

4 spaces
Interpersonal space
Operational space
Personal space
Structural space
Do I like my role?
Do I like the circle?
Do I like Hypha?
Am I balanced and rested?
Do I feel safe?
Is my role clear to me?
Translate role’s purpose to work
Translate role’s acc to work
Do we have the right strategy?
Do I know what others are doing?
How do we communicate?
Do interactions stress me out?
Do we understand the game?
Do I feel safe?
Do we get stuck in consensus?
Do I dare to lead my role?
Is my role clear to me?
Do we have the right roles?
Do we have the right structure?
Are domains and policies clear?
Is authority properly distributed?
Do we get stuck in consensus?

Purpose
Culture
Personal safety
Authority
Reliance
Transition

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REPLY 1: Organization culture is the trademark and the unmistakable character began inside each organization. Regardless of whether we are curious about companies like Starbucks, Google or WWF? Their names speak to the flavour of their work environments, the mentality, the unwritten convention of associations and the organization esteems. While some may consider organizational culture as the aftereffect of the organization's kin and procedures, something that can't be controlled or evaluated, in all actuality, organizational culture is suddenly substantial (Treven & Lynn, 2008). It very well may be purposely planned and utilized. It influences confidence and representative commitment. It oversees income rates and impacts organization execution and it influences benefit. Organizational culture separates the remarkably effective companies from all the rest. It very well may be a ground-breaking, upper hand. The organizations' culture is constantly unmistakable, yet the enormous champs, reliably, the organizations focus on culture. This article will talk about a portion of the general social definitions and will continue following some particular social definitions for organizations. Taking a gander at the inquiry how the organization culture influences the advancement methodology of the organizations (Weiner, 2018). The article will likewise delineate the impact of the patterns and advancements on the organization structure. What's more, the connection between the organizations' structure and culture? The article will likewise give instances of current patterns and improvements and various techniques that are as of now used to assist organizations with making the necessary change in their culture or structure. Culture definition changed as the years progressed. For instance, over four decades prior imagined a more extensive meaning of culture by proposing that culture was a »human-made piece of the earth. Attempting to decipher his definition, we may discuss »objective culture« (e.g., tables, PCs, trains) and »subjective culture« (e.g., standards, jobs, values). In an ongoing article in Harvard Business Review, the authors said that, Organizational culture is the aggregate impact of the regular convictions, practices, and estimations of the individuals inside an organization (Zak, 2018). Those standards inside any organization control how workers perform and serve clients, how they co-work with one another, regardless of whether they feel spurred to meet objectives, and on the off chance that they are truly into the organization's general strategic. How are representatives completing their work? Autonomously or cooperatively? Do representatives feel enlivened, submitted, and drew in, or irritated, exhausted, and undervalued? At the point when we talk about organizational culture, we are discussing the representative experience, the inward view. What do the representatives think? How is it, to work here? By what method can the initiative keep.

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1. Nestr.io Julio Holon - Jan 2023 Self organisation for DAOs

2. Why self-organize?

3. Organisational Personal

4. Organisational Personal Integrating all perspectives Healthy culture Responsive to change Intrinsic motivation Effective collaboration End skill silos Purpose over proﬁt Equality Psychological safety Avoiding power abuse

5. The alternative

9. Self org: Key concepts

10. Purpose & Self organisation

11. Speed & freedom requires boundaries

12. Yes and now, please

13. Who cares?

14. Incremental work and organization structure

15. Centralized Decentralized Distributed

16. Agreements as a safety net

17. Toolbox

18.

19. ● Circle ● Role ● Role ﬁller(s) ● Domains ● Policies ● Double linking

20. Focus area / Purpose Analyst / All decisions are data driven Ongoing activity Maintaining analysis tools Outcome New database installed Next action Request quote for new DB Role Role Role Accountability Accountability Project Project Action Action Action Action Crystal clear expectations

21. Operational Governance Role Role Role Accountability Accountability Project Project Action Action Action Action Human

22. Three heartbeats Operational Governance Human

23. 4 spaces Interpersonal space Operational space Personal space Structural space

24. 4 spaces Interpersonal space Operational space Personal space Structural space Do I like my role? Do I like the circle? Do I like Hypha? Am I balanced and rested? Do I feel safe? Is my role clear to me? Translate role’s purpose to work Translate role’s acc to work Do we have the right strategy? Do I know what others are doing? How do we communicate? Do interactions stress me out? Do we understand the game? Do I feel safe? Do we get stuck in consensus? Do I dare to lead my role? Is my role clear to me? Do we have the right roles? Do we have the right structure? Are domains and policies clear? Is authority properly distributed? Do we get stuck in consensus?

25. Purpose Culture Personal safety Authority Reliance Transition

26. DEMO

27. end.

Julio Holon: Decentralised colaboration

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